Strategic Moves 2012
The global mobility island: Alive and well, but marooned
An increasingly globalized world needs a global, mobile workforce. Few business leaders would disagree in principle. Most are happy to go beyond principle: they readily identify emerging markets and the need for global mobility as priorities for their own organizations.
But knowledge is not action. In the latest annual Strategic Moves Survey of almost 200 HR, talent, and global mobility professionals from companies around the world, the same responses that reveal a keen awareness of global mobility issues also show little movement to address those needs.
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Watch the Strategic Moves survey introductory video for a brief overview or download a quick one-page survey snapshot.
The survey reveals that current global mobility strategies do not meet boardroom agendas:
- A mere 2% of organizations see their global mobility function as world class
- 70% of business and HR stakeholders say global mobility in their organization is under-performing or needs improvement
- Nearly 40% of organizations say they are currently reviewing or are about to review their overall global mobility strategies
- Only 12% perform assessments of their mobility practices and make clear links back to improvement efforts necessary to solve their organizational challenges.
About the report
The 2012 survey report provides the following in-depth analysis and recommendations:
- The top strategic business issues that organizations are dealing with today
- The impact of these issues on Global Mobility
- Alignment of Global Mobility to business and talent strategies
- Performance measurement of Global Mobility
- Realignment of Global Mobility in the short and medium term
- Visions for the future of Global Mobility
Deloitte surveyed almost 200 participants across all major regions across the world with Europe (44%) and North America (35%) as the main contributors. The survey was completed by senior HR professionals – heads of HR, talent, reward/compensation and benefits, or mobility and senior HR business partners. More than a quarter of the organizations surveyed have an annual turnover of more than US$10 billion and virtually all industry sectors were accounted for. The organizations surveyed have an aggregate of 108,000 global assignments.
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